If you manage the software testing department of a large organization, at some point in your career you will likely go through the hiring process. This will need to be done whenever there is turnover in the staff, or if the company has decided to grow its software testing resources. The purpose of this article is to outline the general steps and points of consideration as you go through this hiring process for the first time.

GETTING THE WORD OUT

The first step is obviously to post the position either internally or externally. This can be in the form of a company Intranet job posting, or a newspaper “help wanted” advertisement. The best way to attract the right candidate is to clearly state the necessary qualifications when publicly advertising to fill open positions. The job description should include exact details. This will help to attract a good pool of qualified software testing applicants for the position, thus increasing the odds of hiring a highly skilled performer with a proven track record.

THE INTERVIEW PROCESS

Prior to scheduling interviews, the hiring process involves sorting through resumes to rule out those candidates who simply aren\’t qualified. There is simply no point in wasting the company\’s precious resources interviewing someone who isn\’t the right fit for the position.

During the interview, each qualified candidate must have the ability to answer all relevant questions effectively. The main portion of the interview should concentrate on software testing development, knowledge of computer administration, and networking skills.

During the interview process it’s equally important to examine each candidate’s personality and take into consideration how they will blend into the company’s culture. It makes sense to take elaborate notes on each candidate regarding things such as their overall appearance, how they articulate and communicate, and the degree to which they have an innate ability to work well with other team members.

DESIRABLE SKILLS

What are the essential skills and requirements needed to qualify for a software testing job? First of all, software testing professionals should possess a demonstrated ability to complete case analysis by preparing and executing test case reports to detect software bugs and defects. It is not possible to assess this skill accurately in the interview, because there isn’t a standardized test that measures writing ability. But it is possible to gauge the candidate’s ability and demonstrated skills from talking to previous employers. Candidates should also be able to demonstrate real-time problem solving skills relative to their work experience and previous employment history.

Additionally, although it is not necessarily a requirement for these positions, additional undergraduate or post graduate education, certification and training is always a good idea. Applicants who possess software testing certifications are always strong candidates. Training and certification has its advantages, as it allows for software testing professionals to stay current on the latest development models from platforms such as Python, Agile, Java and Oracle. Just keep in mind that verification is needed to prove that they have mastered the course objectives and have received the applicable certification.

SUMMARY

Hiring software testers is very much like hiring any other kind of professional. The keys are to place effective ads, conduct effective interviews, and fully understand the skills necessary to excel at the job. By keeping these things in mind, you will be able to weed out the undesirable candidates and select the best person for the job.

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Category: Business Management
Keywords: software testing